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Looking for a job can be very stressful and time consuming. Going to a job interview can be a nerve-racking process, even to the most confident person.
Meeting with job seekers on a daily basis, we are incredibly surprised to see how many people have not considered specific aspects of their daily life that would be beneficial in their job search. When looking for employment or looking to change your career path, there are specific steps that can be taken to assist with landing your dream job.
Start with a self-assessment. The outcome of this assessment will help you better understand and nail down your interests, strengths, skill set and what specific needs you are trying to meet.
Take time to understand what you are genuinely interested in or passionate about. For example, if you are passionate about helping senior citizens or giving back to the community, it would be a great idea to look into non-profit organizations. Start to research companies in your area that are active in their local communities and giving back. If you enjoy being active and working with your hands, research warehouse and assembly positions in your community, which will allow you to be hands-on.
Don’t Forget! It is also important to understand what your weaknesses and dislikes are. Every person has areas in life that need improvement and we all have things we do not like or enjoy. Understanding and being aware of these areas can help you in your career.
Before stepping foot in an interview, research the company you are applying to work. Read and fully understand all aspects of the job description. Make sure that after the interview is scheduled, you have taken the research the company and its reputation. This can be done on company website and social media pages. Read company reviews. (There are numerous websites out there to assist with this research, such as Glassdoor.com) This is especially important when you are applying to a company you are not familiar with.
As with any research, be sure you use more than one source or website. The company’s social media pages will help you learn more about the work culture and work environment. Most companies post fun company pictures and community events to their social media sites. It is also a good idea to do a little research on the job title or industry if you are new to the field.
Practice, practice, and practice! Do not skip this step!! This will build confidence and work out any kinks you might have or be feeling. I have found it is more beneficial to do a real practice interview with a family member or a trusted friend. Limit the practice to just you and the other person so you are more relaxed and focused. Make sure you ask them to have some questions prepared for the practice interview. Once the two of you are finished, ask for feedback on your performance. This will give you a good idea of how the interview went and what kind of questions you need to work on. Also ask for constructive feedback about your facial expressions, body language and anything else they noticed that a professional interviewer or hiring manager could view as negative. Practice, Practice, Practice!
Recent articles mention skilled worker shortages and call attention to the continuing pressures on employers. Established workforce management methods don’t seem to keep up with rising demand and competition for truly valued skills.
Our U.S. economy has created new jobs annually since 2009. Even so, there are increasing worker shortages. The need for cost control and efficiency will be part of effective recruitment and contingent staffing strategies. Factors including quality of candidates and workforce retention may combine to make firms increase future wages more quickly.
Flexicrew continuously studies market trends. So, we have broad familiarity with worker shortages. We see that firms who overcome talent and worker shortages deliberately use four successful staffing strategies.
At the same time, employers need a thorough grasp of the forces driving future workforce changes. That will help guide operations and HR managers stay aware of dynamics shaping talent management and staffing strategies where worker shortages exist.
At Flexicrew we understand your continuing pressure to produce results even with severe worker shortages.
Also, we understand the requirement for strategic, flexible workforce management approaches. That lets us help employers quickly and effectively obtain contingent and permanent workers.
Call us if you sometimes have trouble finding enough skilled employees.
Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.
They are especially useful if they are carefully written, maintained and used.
They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions. They reflect the skills and experience job candidates must have. They are also useful as a basis for performance appraisals.
Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.
Then, let’s define some important parts. For instance:
In other words, job descriptions are key details of every job, for every firm. We described how good ones perform many central functions. We also outlined how to write clear, concise and accurate job descriptions that define defined roles.
Also, have new-hires sign employment contracts. They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role. This can better protect and inform both employer and employee.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!
Or ask us to review your firm’s job descriptions.
We’re very excited to launch Flexicrew’s Employer Advocate. We will post on many issues – from using a staffing agency to using seasonal workers, from risk of law violation in hiring, to retention of quality talent.
Talent acquisition and workforce management are difficult, so we will provide tips and shortcuts from our experience.
The tone will be serious and conservative – meaning factual – but with a light touch to make dry subjects readable.
Periodically, we will ask for your feedback by having a periodic survey or poll on the blog.
We hope you ask questions about what interests you because the Employer Advocate must be a useful tool for you. In other words, we plan to blog what you want to read.
How will we achieve this?
In the first place, the blog will offer content in several categories:
So, welcome to Employer Advocate blog, the online magazine devoted to:
• Helping you take the next steps in managing your workforce.
• Getting the most productivity out of your workplace
• Enhancing your career
• Meeting your goals.
Explore content focusing on important aspects related to achieving your ambitions and balancing your personal life on your path to career success.
In fact, please give us your feedback and pass along any topics you would like us to address.
Since lethargic employee performance is not beneficial to your business, let’s figure out some simple approaches to get the most out of your employees.
Employees are happier when their duties and responsibilities are closely aligned with their perceived roles. This is about what they feel will give them a higher level of satisfaction. If you talk to them, they will often tell you about their career aspirations and goals.
We all know there are times when business needs to supersede personal requirements on the job. In these cases, you can usually get a solid buy-in with sincere communications. Most people are reasonable and understand there are times when sacrifices must be made. This interaction leads to higher employee performance in the long term.
Be truthful with all employees in business communications and about decisions made at higher levels. People can tell when they are not getting the full story. When this occurs, very little positive results come about, and it usually leads to negative feelings. Or, existing negative attitudes are reinforced and it tends to become a downward spiral.
Many employees have skill sets that are not being used either fully or at all. This is where processes that let you know about these hidden skills can be valuable. Dig in, ask questions, let the team know what skill sets you’re needing and maybe you’ll be surprised with what lurks in your team.
Your business can save substantially if it prevents hiring or outsourcing the work to someone who is much more expensive.
All of us have the need to know we have a voice at work. So open lines of communication are essential for good morale. Sometimes high frustration levels build, and an employee may want to vent a little and make you aware of a situation. If needed, make a culture change if communications have not been a strong point in your company.
Your business may have the most inefficient and exasperating processes that make people want to scream every day. The only problem is you don’t know about it. Or, even worse, you do and feel it is something they can live with. It is your business, but you know that a situation and high emotional reactions only get in the way of maximum performance.
Identify positive contributors in your organization and reward them. We all like to be recognized regardless of what it is. There are so many ways to implement a program of rewards and recognition. Some businesses started an employee of the month program. Their reward was public recognition at a monthly meeting, and they were given the best parking space for the entire month. It was well received and cost nothing to implement. And yet the program met its goals of improved employee performance.
Lastly, how well trained are your employees? Or if they are trained, do you provide training for updating their skills? This is where you will have to assess the needs and status of your business. Identifying areas for training and improving skills will repay your business with improve employee performance for years to come.
How to hire the right employee – are you making these mistakes?
Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.
If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.
Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.
Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.
The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.
The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.
It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him. That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.
“Funny thing, employment. If you keep doing it, you keep getting paid.”
― N.K. Jemisin, The Kingdom of Gods
We at Flexicrew Staffing were talking about how baseball, HR and staffing have many traits in common. We got into this conversation because Major League Baseball’s 2017 World Series kicks off October 24. If needed, game 7 would slide into November (Brrrr!).
So here’s our take on a list of 6 ways managing HR and staffing for your company is like baseball’s World Series:
From baseball spring training right up to selecting the best players who will be on your playoff team, the #1 priority is firming up the roster. Contracts were taken care of over the winter, so teams already know what stars will be playing. But the utility players and the rookies…like temporary workers in a company. Those players, just like temporary workers, continuously need to show managers or baseball coaches what they can do. And the coaches have got to look closely at the talent in front of them so they can figure out who’s going to help the team win the Series and who’s going back to the minors.
Sound familiar? One of the hardest parts of running an HR department is hiring and administering the company’s staff. And working with line supervisors to evaluate the performance of temp workers who could hit a home run for your business and for themselves by getting hired permanently.
Coaches don’t just figure out who’s on the team. They must decide who plays what positions, come up with batting orders and pitching rotations and bench players. HR managers and hiring managers need a lot of planning to judge your staff and how best to use it. In baseball, you put your power hitter in the 4th batting position or “cleanup,” because that’s where he can drive in the most runs. Business, projects go to the best person for the job. Have a big rush order? Who’s your cleanup hitter?
Baseball spring training provides a time for players to work out together, getting them in shape for the season.
An HR department in a company makes sure employees are “in shape” by giving them the tools they need to do their jobs. Whether this means recommending training so your crew can keep up with changes in the field, or providing benefits that help you maintain a healthy workplace. Staying on top of these HR issues and making sure everyone’s ‘in shape’ will pay dividends in the long run and make for a happier workplace.
As you might expect, baseball, HR and staffing have many things that don’t work out as planned – so you must be flexible. There are business peaks and valleys, so you often need a flexible workforce to match a production workload. If something isn’t working, you don’t stick with it just because it’s written in your plan on your baseball lineup card. Players, like workers, get hurt or have slumps or sometimes just don’t perform to expectations. Adjusting your plan to the current situation is the only way to stay on top, whether you’re trying to win baseball games or run an HR department.
In baseball, the old saying is “Pitching wins games.” But, do you know how important it is to have a great ‘pitch’ about your business and for any current job opening? Every HR and staffing person should be able to describe their business rapidly and concisely, and be able to pitch benefits of an available job with attractive slant to top-flight candidates.
A pitcher can give up 5 runs one day but throw a no-hitter in his next game. Each day is a new start, a new chance to win. The best ballplayers watch video of their performances, looking for ways to improve what they did yesterday.
The most successful HR and staffing managers do something like that, though they don’t need video to look back at what they did. You need to spend time at the end of each year and decidewhat went wrong and right. Ask your internal ‘customers’ what could have been done better to support them. Ask employees what support they look for from HR going forward.
Use all this to plan your next year and include those improvements to win the next World Series.
If you learn anything about HR and staffing from baseball and the World Series, it should be that preparation, staffing and adjusting are the keys to success.
And don’t forget the hot dog.
How about you? Do you see any common threads between baseball, HR and staffing? Let us know your thoughts.
For more information on how Flexicrew can deliver proven solutions to your business, visit http://www.flexicrew.com